Taking ownership at work

Many times career growth starts right where you are rather than looking for a new employer, it starts with taking ownership at work.

The definition of ownership can be one of the most nebulous terms in the workplace according to Manager 3.0, a book aimed at the millennial’s guide to management. The authors Brad Karsh and Courtney Templin make a good point in explaining why ownership can be challenge for millennial managers who are often challenged with making mistakes and accepting both good and bad results of their efforts.

The authors cited a meta-analyses study by Twenge, Zhang, & Im that indicate a majority of younger generations believe their lives are controlled by outside forces rather than their own internal efforts. Their study confirms the angst toward an absence of ownership that senior managers often talk about in regard to a millennial workforce.

While millennials may be more prone to blame circumstances on external events out of their control, the notion of taking ownership applies to everyone in the workforce. It’s not uncommon to observe the “blame game” taking place at work within all levels of an organization especially when results are disappointing. A healthy workplace is a direct result of employees taking ownership on a personal level as well as a team effort.

Unfortunately, it is not uncommon to hear, “that’s not my job or my responsibility” from others at work. That’s what happened several weeks ago when observing a customer waiting in line only to watch a sales associate leave by announcing their break time to another coworker, “it’s your customer not mine who is waiting to check out.”

Taking ownership means you hold yourself accountable for your actions and how you do your job. Ask yourself, “what can I do to improve results?” Whether you are a sole contributor or a team leader, back up your actions with commitment and keeping your word.

Developing a willingness to learn through the good times and bad will lead to new opportunities and build your confidence even if it is scary to raise your hand for challenges. The key is to have an open mind combined with the enthusiasm to do what is best for the company, readily accepting what you did well and what areas need improvement. Careers often get stalled not from the lack of education or limited opportunities but a reluctance to step up and take responsibility of a project that no one wants or pitch in to help your fellow coworkers reach company goals. When you take ownership at work you are in essence creating a perception of a problem solver and that’s exactly what employers look for in the next generation of leaders.